Post-Graduation Self-Promotion Plan

Post-graduation self-promotion plan is a systematic process and activities that portray a graduate as an expert in their field, attract the ideal and potential employer and reveals how the graduate can help the business. A graduate should understand (Nelson, 2015):

• The target audience to whom you will direct the promotion
• Why you are going to promote yourself to the identified audience
• What you are going to say about yourself during promotion

The plan has goals that it should meet to help the job candidate succeed in the process of job hunting. Some of the goals are (Georgiou et al., 2012):

• To help provide direction thereby eliminating trial and error that would lead to saving time and money
• To help and network with the main industries that fit the candidate career
• To help the job candidate identify the skills that can be transferred
• Determine various industries where the transferable skills fit
• Resolve any challenges that hurt the candidates career and prevent the candidate from being invited for interviews

Candidate’s mission statement should appear in their plan. The mission state should, however, say what is important to the job candidate. The mission statement helps the candidate get his job hunting on track while also connecting with organizations with similar values and beliefs (Nasser & Abouchedid, 2012).

Key Self Promotion Tools

• Market research: The tool involves the job candidate understanding trends in their field. They should also consult various resources such as the United States Department of Labor’s Occupational Outlook Handbook while also interviewing the professionals in the industry. They should also study the company they would like to work for and then use the information to write a cover letter and the resume (Tziner, Vered, & Ophir, 2004).
• Marketing mix: The candidate should be familiar with the 4 Ps of marketing otherwise known as marketing mix that are a product, promotion, place, and price. The job candidate should then translate them regarding themselves and their career for success in job seeking (Tziner, Vered, & Ophir, 2004).
• Product: The job candidate is a unique product with unique features and skills. The candidate should expose the features in the resume. They should let the employers know about the relevant job and leadership experience, membership to professional bodies, relevant skills, training, and education. On the same note, the job candidate should ensure their online promotion tools such as Facebook are clean and ready for the employer (Tziner, Vered, & Ophir, 2004).
• Marketing: The tool addresses the cover letter, resume, phone calls, and interviewing. Marketing includes various things the candidate can use to get invited for an interview and eventually a job offer (Tziner, Vered, & Ophir, 2004).
• Place: The tool includes various places the employer can access the job candidate. The candidate should ask themselves how they are reaching potential employers or people who can connect them to employers. It includes Internet job searching, cold calling, and networking among others (Tziner, Vered, & Ophir, 2004).

SWOT Analysis

The candidate should perform a SWOT analysis. The analysis will also help in self-promotion plan. The candidate should identify their strengths, weaknesses, opportunities, and threats. The candidate should then use each of the properties to get what they do not have (Xin & Yihui, 2010).

References

Georgiou, K., Nikolaou, I., Tomprou, M., & Rafailidou, M. (2012). The Role of Job seekers' individual characteristics on job seeking behavior and psychological well-being. International Journal of Selection & Assessment, 20 (4), 414-422.

Nasser, R. N., & Abouchedid, K. (2012). Job-seeking behavior and job outcomes among Lebanese university graduates in private and public universities. International Journal of Educational and Vocational Guidance, 6 (3), 167-180.

Nelson, R. (2015). Seeking job satisfaction with a mix of skills. EE: Evaluation Engineering, 54 (10), 4-5.

Tziner, A., Vered, E., & Ophir, L. (2004). Predictors of job search intensity among college students. Journal of Career Assessment, 12 (3), 332-344.

Xin, T., & Yihui, S. (2010). Gender segragation in the process of college student job seeking. Chinese Education & Society, 43 (5), 90-107.

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